三种社会交换关系对不同维度员工沉默的影响  

The Effects of Three Social Exchange Relationships on Various Dimensions of Employee Silence

作　　者：郑晓涛[1] 郑兴山[2] 

机构地区：[1]上海师范大学商学院,上海200234 [2]上海交通大学管理学院,上海200030

出　　处：《华东经济管理》2013年第10期130-136,共7页East China Economic Management

基　　金：国家自然科学基金项目"基于媒介最大化现象的组织激励研究"(70972068);上海市教委创新项目"员工沉默的整合模型研究"(10YS88)

摘　　要：沉默是一个基于复杂动机的复杂行为,不同维度的员工沉默行为由于动因不同,可能影响因素并不相同。文章基于社会交换理论,分别以组织支持、领导-下属交换和同事支持衡量员工与组织、上级和同事的社会交换关系水平,通过对107名员工的调查发现,组织支持和领导-下属交换对漠视沉默有负向影响,领导-下属交换对默许沉默有负向影响,而同事支持对防御沉默有负向影响。研究结果进一步丰富了员工沉默的相关理论,也有利于企业采取针对性措施促进员工建言。Silence is a complicated behavior based on the complicated motives. The employee silence in various dimensions may hale respective influencing factors due to the different incentives. Based on the social exchange theory, the authors measure the level of social exchange relationships between employee and organization, supervisor and colleagues, through pereived organizational support （POS）, leader-member exchange （LMX）, and perceived coworker support （PCS）. Under the survey on 107 employees, the POS and LMX have negative effects on the disregardful silence, LMX has negative effects on the acquiescent silencs, while PCS has negative effects on the defensive silence. The results further enrich the related employce silence theories, and also help organizations to encourage employees to make suggestions by taking specific measures.

关 键 词：员工沉默 社会交换 组织支持 领导-下属交换 同事支持 

分 类 号：F272.92[经济管理—企业管理]